Professional Documents
Culture Documents
What is compensation?
Recognition
Programs
Wages/salary
Direct
Indirect
Incentives
Benefits
Nonfinan
Rewarding work
cial
Organizational
Support
Work Environment
Bonuses
Flexibility
Types of compensation
Intrinsic
Vs
Extrinsic
Performan
ce Based
Vs
Membersh
ip Based
Financial
Vs Non
Financial
Enhanced when jobs are rated high on five core job dimensions:
skill variety requires a person to perform different tasks and
involves different skills, abilities and talents
task identity - complete a job from start to finish
task significance when the job has an impact on the lives of other
people
autonomy freedom, discretion the employee has in determining
how to perform the job
Feedback providing employee with clear information about job
outcomes and performance
Strategic
Decisions
General Tactical HR
Decisions
Specific Tactical HR
Decisions
Competitive strategy
Human resource strategy
Compensation strategy
Retain
Employees
Motivate
Employees
Legal
Compliance
Cost
Effectivenes
s
Ensure
Equity
Valuable
Equitable
Competiti
ve
Visible
(Grab
Attention)
Cost
Effective
Bases of compensation:
Performanc
e
Time spent
Seniority
Task
complexity
Membershi
p
Expertise/s
kill
External factors:
Legal considerations
Internal factors:
Objectives of compensation
Policies of Compensation
Job evaluation
Employee Productivity
a) Legal considerations:
They stipulate minimum wages, overtime rates, and benefits that employers must pay.
The strength of unions and the employers together with the organizations ability to pay
influence compensation management.
c) Market Rates:
d) Cost of living:
The policies of the organization influence compensation. They serve as guidelines for
formulating compensation plan.
Compensating Expatriates:
The rates should be the same for similar type of jobs within the organization.
They should compare favorably with going pay rates in other organizations.
External equity
How a jobs pay rate in one company compares to the jobs pay rate in other
companies.
Internal equity
How fair the jobs pay rate is, when compared to other jobs within the same company
Individual equity
How fair an individuals pay as compared with what his or her co-workers are earning
for the same or very similar jobs within the company.
Equity consideration:
The rates should be the same for similar type of jobs within the organization.
They should compare favorably with going pay rates in other organizations.
Salary Surveys
Method
s to
Address
Equity
Issues
Job Evaluation
Performance
Appraisal
and Incentive
Communication
Pay
s, Grievance
Mechanisms,
Job evaluation:
and Employees
Participation
Job evaluation determines the relative worth of a job to the organization.
Job description and job specifications affect pay level and structure.
Employee productivity:
Preparing for job evaluation=1) Identifying the need for the job evaluation.2) Getting
the cooperation of employees. 3)Choosing an evaluation committee.4) Performing the actual
evaluation.
Methods for job evaluation
1) Ranking=Ranking each job relative to all other jobs, usually based on some overall factor.
Steps in job ranking: i) Obtain job information ii) Select and group jobs iii) Select
compensable factors. Iv) Rank jobs v) Combine ratings
2) Job classification=Raters categorize jobs into groups or classes of jobs that are of roughly
the same value for pay purposes. Classes contain similar jobs. Grades are jobs that are
similar in difficulty but otherwise different. Jobs are classed by the amount or level of
compensable factors they contain.
3) Point method= A quantitative technique that involves: Identifying the degree to which each
compensable factors are present in the job, Awarding points for each degree of each
factor, Calculating a total point value for the job by adding up the corresponding points for
each factor.
4) Factor comparision=Each job is ranked several timesonce for each of several
compensable factors. The rankings for each job are combined into an overall numerical
rating for the job.
c) Grouping similar job into pay grades=A pay grade is comprised of jobs of
approximately equal difficulty or importance as established by job evaluation. Point
method: the pay grade consists of jobs falling within a range of points, Ranking
method: the grade consists of all jobs that fall within two or three ranks, Classification
method: automatically categorizes jobs into classes or grades.
d) Price each pay grade= usually done or shown through the wage curve. Shows the
pay rates currently paid for jobs in each pay grade, relative to the points or rankings
assigned to each job or grade by the job evaluation. Shows the relationships between
the value of the job as determined by one of the job evaluation methods and the
current average pay rates for your grades.
e) Fine tune pay rates= Here we develop pay ranges and and correcting out of line
rates.
Executive benefits and perks: retirement plans, life insurance, and health insurance
without a deductible or coinsurance
Compentency based pay=Where the company pays for the employees range, depth, and types of
skills and knowledge, rather than for the job title he or she holds.
Compentencies=Demonstrable characteristics of a person, including knowledge, skills, and behaviors,
that enable performance.
a) Stock Options
A stock option is an incentive offered to employees that want to invest their money into the
company stock by purchasing stock with pre-tax money. According to HR Guide, employees
that participate in a stock option incentive plan are able to defer paying income tax on the
gains realized by their stock purchases until the stock is sold. The company itself does not get
any kind of tax break by offering a stock option incentive, but it does reap the benefits of
selling more stock.
b) Profit Sharing
According to Business Town, profit sharing is another incentive plan done with pre-tax dollars. The
company sets aside a portion of their pre-tax profits and distributes that money to the employees. In
most cases, an employee must qualify to receive profit sharing by meeting company performance
metrics, and by having a predetermined amount of service in with the company. Some companies
offer to place the pre-tax dollars into the employees' company retirement plans, so it can add to future
fund growth. Companies may also develop a profit sharing percentage based on the amount of time
worked for the company, the position held within the company or a combination of both conditions.
c) Performance Units
According to the Society for Human Resource Management, one type of incentive plan for executives
is known as the performance unit. In the executive's agreement there is a schedule of financial
milestones that the company must achieve for the executive to get awarded a pre-determined amount
of units. The amount of a performance unit varies by company. Performance units are paid out based
on a schedule agreed to by the executive and the company.
d) Bonus Pay
The bonus pay structure is common in professions such as sales, marketing and production. When
the employees reach a predetermined goal, the company may create an incentive plan that pays a
bonus for going beyond that goal. For example, if a manufacturing plant has a goal of 100 units in a
month, the company may offer to pay each employee a bonus for each unit manufactured beyond 100
in that month.
e) GAINSHARING PLANS -- A plan that pays individuals or groups a share of expense savings attributable
to the efforts of that individual or group.
f)
Sales percentage: here the more employee sells the more he receive incentive. Therefore it
increases the productivity of the organization and employees get motivated.
Types of incentive
Individual incentive:
Profit Sharing
Stock Options
Group/team incentive:
Sales Compensation
Programs
Straight piecework: A fixed sum is paid for each unit the worker produces
under an established piece rate standard. An incentive may be paid for
exceeding the piece rate standard.
Standard hour plan: The worker gets a premium equal to the percent by
which his or her work performance exceeds the established standard.
Merit pay plan: A permanent cumulative salary increase the firm awards to an individual
employee based on his or her individual performance. And merit pay options are:
Annual lump-sum merit raises that do not make the raise part of an employees base
salary.
Incentive for professional employees: Professional employees are those whose work involves
the application of learned knowledge to the solution of the employers problems(lawyers, doctors,
engineers and economist). And possible incentives are:
Recognition based Awards: Recognition has a positive impact on performance, either alone or in
conjunction with financial rewards. Combining financial rewards with nonfinancial ones produced
performance improvement in service firms almost twice the effect of using each reward alone.
Online award programs: Programs offered by online incentives firms that improve and expedite the
awards process
Information technology and incentives: Enterprise Incentive Management (EIM) > Software that
automates the planning, calculation, modeling and management of incentive compensation plans,
enabling companies to align their employees with corporate strategy and goals.
3) Incentive for sales people
Salary plan: it is straight salary. Salesperson compensation method in which only a
fixed salary (but no commission) is paid. The amount received by a salesperson is a function of
time worked and not of performance as reflected in sales volume.
Commission plan: Pay is a percentage of sales results
Combination plan: Pay is a combination of salary and commissions, usually with a sizable salary
component. Plan gives salespeople a floor (safety net) to their earnings. Salary component
covers company-specified service activities.
Commission-plus-Drawing-Account Plan: Commissions are paid but a draw on future earnings
helps the salesperson to get through low sales periods.
Commission-plus-Bonus Plan: Pay is mostly based on commissions. Small bonuses are
paid for directed activities like selling slow-moving items.
4) Team or group incentive plan: incentive are based on teams performance.
Pros: a) Reinforces team planning and problem solving. b)Helps ensure collaboration.
c)Encourages a sense of cooperation.d) Encourages rapid training of new members
Cons :a) Pay is not proportionate to an individuals effort. b)Rewards free riders.
5) Organization wide incentive
Profit sharing plan: A plan whereby employees share in the companys profits. This
Increases workers sense of commitment, participation and partnership.
Employee stock ownership plan: A firm annually contributes its own stockor cash (with a
limit of 15% of compensation) to be used to purchase the stockto a trust established for
the employees.
Scanlon/Gainsharing plan:
Scanlo
n Plan
Philo
Ident
Com
Invol
Shari
soph
ity
pete
veme
ng of
y of
nce
nt
Bene
Coop
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Aterati
Risk variable pay plan: Put some portion of the employees
pay at risk. If
m weeklyForm
employees meet or exceed their goals, they earn incentives. If they fail to meet their goals,
on
ula
they forgo some of the pay they would normally have earned.
6) Incentives for managers and Executives
Short term incentive( the Annual Bonus): Plans that are designed to motivate short-term
performance of managers and are tied to company profitability.
Long term incentive( Stock options): The right to purchase a specific number of shares of
company stock at a specific price during a specific period of time
Performance plan: Plans whose payment or value is contingent on financial performance
measured against objectives set at the start of a multi-year period.
Golden parachutes: Payments companies make to departing executives in connection with a
change in ownership or control of a company
Guaranteed loans to directors: Loans provided to buy company stock. A highly risky and now
frowned upon practice.
Why incentive plan fails?
ii)
iii)
iv)
Parental leave: In case of Nepal only maternal leave is granted . The 1992
Labor Act requires employers to pay 100% of wages for maternity leave of up
to 52days before or after each childbirth for up to two births. It also requires
employers to pay 50% of wages. The 1992 Civil Servant Act provides
maternity leave to employed women for up to 60days before or after
childbirth, for up to two births
v)
vi)
b) Insurance benefits:
i)
ii)
Hospitalization ,healths and disability insurance: Provide for loss of income protection
and group-rate coverage of basic and major medical expenses for off-the-job
accidents and illnesses.
c) Retirement benefits
i)
d) Employee Services:
i)
ii)
Job related Services: Subsidized Child Care, Elder care, Education Subsidies ,
Transportation e.t.c.